October 17th, 2023 Marketing

Associate Director - HCP Marketing Rare Disease

Princeton, New Jersey, United States

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Associate Director, Rare Disease Marketing will drive brand activities directed at healthcare professionals to support promotion of Trofinetide for Rett Syndrome. This role will partner across key stakeholders (medical affairs, regulatory, legal, compliance, patient services, market access, marketing operations, training, sales, market research, etc.) to develop strategy and execute the programs and tactics. This position reports into Executive Director, Rare disease HCP marketing.

Primary Responsibilities:


  • Develop and execute marketing strategy for HCP congresses & scientific meetings, sponsorships, and KOL expert meetings at medical conventions focused on ped-neurology, rare diseases and developmental pediatrics
  • Coordinate activities for HCP congresses including leading cross-functional planning meetings, logistics management, and execution of event sponsorships, symposiums, , exhibit development/build, conference material development, and print fulfillment

Adboards: Identify key areas for insight generation, develop and execute full year HCP adboard plan to support business needs.

Peer to Peer Education Programs:

  • Supports the development and execution of promotional speakers’ bureaus as well as other peer to peer educational programs and tactics directed at healthcare professionals at congresses, lunch and learns, dinner programs and digital executions
  • Act as key commercial contact for HCP KOLs managing execution of key tactics with Rett syndrome experts

Digital promotion:

  • Partner with agency, digital excellence and media agency to develop strategy and execution for digital promotion and media placements including web, social and partnerships with digital/media vendors.

Brand strategy and Tactical planning

  • Collaborates with executive Director of HCP marketing to develop strategic HCP marketing programs, determine budgets, timelines and metrics for program success, and evaluates performance against metrics
  • Represents the department as a member of cross-functional project teams providing guidance, insight, and recommendations relative to the goals and objectives of the rare disease Marketing function
  • Interprets and translates clinical data and market research insights into commercial strategy aligned to Brand strategy
  • Partners with sales training and sales leadership teams to optimize the development and utilization of promotional materials for roll out at sales meetings
  • Monitors and ensures that all Medical Legal Review (MLR) processes are followed, and all programs are compliant with legal guidance and corporate policies
  • Develops and delivers presentations as needed to commercial management and other internal groups
  • Other duties as assigned


  • Bachelor’s degree in marketing, health care, life science; Master’s degree preferred
  • Minimum of 6-8 years of progressively responsible experience in pharmaceutical or biotech Marketing
  • 3 years in a product manager role strongly desired. Launch experience and commercialization of new products preferred
  • Rare Disease experience highly desirable, with requirement of understanding of specialty therapeutics addressing significant unmet medical needs
  • Emerging life sciences / start-up experience strongly preferred
  • Strong Biopharmaceutical brand management experience and demonstrated track record of success
  • Proficient in digital marketing and media tactics directed towards HCPs
  • Proficient at effectively prioritizing goals and coordinating resources to achieve those goals
  • Demonstrated ability to interface/collaborate with other departments and influence without authority as necessary to achieve goals
  • Able to change the thinking of, or gain acceptance from, others in sensitive situations, without damage to the relationship
  • Travel required; ability to travel up to 40% of time during peak execution time periods

Physical Requirements:

While performing the duties of this job, the employee is regularly required to stand; walk; sit; use hands to finger, handle, or feel; reach with hands and arms; climb or balance; stoop, kneel, crouch, see, talk or hear in a standard office environment and independently from remote locations. Employee must occasionally lift and/or move up to 20 pounds.   Ability to travel by car or airplane independently overnight up to 40% of the time and work after hours if required by travel schedule or business issues.


In addition to a competitive base salary, this position is also eligible for discretionary bonus and equity awards based on factors such as individual and organizational performance. Actual amounts will vary depending on experience, performance, and location. 

Salary Range
$149,000$186,000 USD


What we offer you (US-Based Employees):

  • Competitive base, bonus, new hire and ongoing equity packages
  • Medical, dental, and vision insurance
  • 401(k) Plan with a fully vested company match 1:1 up to 5%
  • Employee Stock Purchase Plan with a 2-year purchase price lock-in
  • 15+ vacation days
  • 14 paid holidays plus one floating holiday of your choice, including office closure between December 24th and January 1st
  • 10 days of paid sick time
  • Paid parental leave
  • Tuition assistance

EEO Statement (US-Based Employees): Studies have shown that women and people of color are less likely to apply for jobs unless they believe they meet every single one of the qualifications in the exact way they are described in job postings. We are committed to building a diverse, equitable, inclusive, and innovative company and we are looking for the BEST candidate for the job. That candidate may be one who comes from a less traditional background or may meet the qualifications in a different way. We would strongly encourage you to apply – especially if the reason you are the best candidate isn’t exactly as we describe it here.

It is the policy of Acadia to provide equal employment opportunities to all employees and employment applicants without regard to considerations of race, including related to hairstyle, color, religion or religious creed, sexual orientation, gender, gender identity, gender expression, gender transition, country of origin, ancestry, citizenship, age, physical or mental disability, genetic information, legally-protected medical condition or information, marital status, domestic partner status, family care status, military caregiver status, veteran or military status (including reserve status, National Guard status, and military service or obligation), status as a victim of domestic violence, sexual assault or stalking, enrollment in a public assistance program, or any basis protected under federal, state or local law.

As an equal opportunity employer, Acadia is committed to a diverse workforce. If you are a qualified individual with a disability or a disabled veteran, you have the right to request a reasonable accommodation. Furthermore, you may request additional support if you are unable or limited in your ability to use or access Acadia’s career website due to your disability, along with any accommodations throughout the interview process. To request or inquire about your reasonable accommodation, please complete our Reasonable Accommodation Request Form or contact us at talentacquisition@acadia-pharm.com or 858-261-2923.

Please note that reasonable accommodations granted throughout the recruiting process are not guaranteed to be the same accommodation given if hired. A new request will need to be submitted for any ADA accommodations after starting employment.

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Notice to Search Firms/Third-Party Recruitment Agencies (Recruiters): The Talent Acquisition team manages the recruitment and employment process for Acadia Pharmaceuticals Inc. (“Acadia”). Acadia does not accept resumes from recruiters or search firms without an executed search agreement in place. Resumes sent to Acadia employees in absence of an executed search agreement will not obligate Acadia in any way with the respect to the future employment of those individuals or potential remuneration to any recruiter or search firm. Candidates should never be submitted directly to our hiring managers or employees.